Attendance is not competence
Training records show participation. Competence management asks whether a person can perform a task to the required standard.
Build a competence matrix
Map roles to required competencies, evidence, assessment frequency and responsible supervisors.
Use multiple evidence sources
Assessments, observation, drills, work records, certification and supervisor feedback can be combined where appropriate.
Close the loop
When a gap is identified, define the intervention and reassess rather than simply recording that training was assigned.
Editorial note: This article is educational guidance. Specific certification, regulatory and operational decisions should be verified against the applicable official requirements.
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